Hiring the right person for an IT role can be daunting when you’re not fluent in tech speak. For non-technical managers, evaluating technical skills and determining a candidate’s fit within the company culture can feel like navigating in the dark. But with the right approach and thoughtful questions, it’s entirely possible to conduct a successful IT interview — even without a tech background.
This guide provides a roadmap to help you ask better questions, recognize meaningful answers, and confidently assess technical and soft skills during the interview process.
Understanding Technical Roles Without Being an Expert
For many non-technical managers, interviewing IT professionals can be a source of stress and uncertainty. You may feel like you’re venturing into unfamiliar territory, filled with jargon and technical details that don’t align with your daily responsibilities. However, the good news is that you don’t need to be an engineer or programmer to successfully evaluate IT candidates. With some foundational knowledge and a strategic approach, you can confidently participate in the hiring process for even the most technical roles.
Whether you’re hiring a systems administrator, a DevOps engineer, a cloud architect, or a cybersecurity analyst, understanding the basics of the technologies involved is essential. This helps you ask more meaningful questions, evaluate the depth of a candidate’s experience, and avoid being misled by surface-level responses or buzzwords.
Let’s explore how non-technical managers can better understand technical roles and contribute effectively to IT interviews.
Learn the Basics of the Role You’re Hiring For
Start by researching the core responsibilities and technologies associated with the position you’re interviewing for. If you’re hiring a systems administrator, get familiar with concepts like DNS, DHCP, firewalls, and basic server configurations. Learn what operating systems are commonly used such as Linux or Windows Server and understand their basic functions.
If you’re hiring for a network engineer role, take the time to learn about routing, switching, and commonly used protocols like TCP/IP, UDP, and BGP. For cybersecurity roles, get acquainted with terms like penetration testing, multi-factor authentication, data encryption, SIEM (Security Information and Event Management), and incident response procedures.
You don’t need to know how to configure a router or write firewall rules, but understanding what these things are and how they relate to the role will give you a stronger foundation for evaluating candidates. This knowledge also helps you follow the conversation during interviews and identify when a candidate is genuinely knowledgeable versus when they are using vague terminology to cover gaps.
Understand the Importance of Cloud Platforms and Infrastructure
Many IT roles today involve working with cloud infrastructure, and hiring managers need to recognize how critical platforms like AWS, Microsoft Azure, and Google Cloud Platform (GCP) have become. Whether it’s infrastructure-as-a-service (IaaS), platform-as-a-service (PaaS), or managing cloud security policies, cloud knowledge is often a key requirement in modern IT positions.
If you’re unfamiliar with cloud platforms, spend some time exploring their basic features. Understand how virtual machines are deployed, what storage options are available, and how companies use these platforms to scale their IT resources. Knowing the difference between on-premises and cloud-based systems can also help you frame better interview questions.
Certifications are often a great way to gauge a candidate’s technical depth in cloud technologies. For example, certifications like AWS Certified Solutions Architect, Microsoft Certified: Azure Administrator, or Google Cloud Associate Engineer indicate a strong foundation in cloud computing. Platforms like Exam-Labs offer practice tests and training resources that can help both candidates and hiring managers become more comfortable with these technologies.
Ask Role-Relevant Questions — Even Without Deep Technical Expertise
Armed with this basic understanding, you can now ask better interview questions that go beyond the surface. For example, instead of asking, “Do you know how to use AWS?” you could say, “Can you walk me through how you’ve used AWS in your past role to deploy and manage applications?”
Or if you’re hiring a systems admin, you might ask, “How do you typically approach managing patch updates for multiple servers?” This type of question allows the candidate to explain their workflow, showcase their experience, and demonstrate how they think.
These kinds of questions don’t require you to know how to do the work yourself — they open the door for the candidate to demonstrate their real-world experience and critical thinking.
Consult with Internal IT Staff for Support
If you’re unsure whether your questions are effective, consider consulting someone from your IT department. A subject matter expert can help you craft interview questions, explain which technologies matter most for the role, and even participate in the later stages of the interview process. You might also ask them what red flags to watch out for or what kind of terminology indicates deep hands-on experience.
By partnering with technical staff, you ensure that your interviews are well-rounded and that you’re not making hiring decisions based solely on soft skills or personality.
Use Certifications as a Benchmark for Knowledge
When evaluating technical competence, industry-recognized certifications offer valuable insights. Credentials from organizations like Cisco, CompTIA, Microsoft, and AWS show that the candidate has met a standardized level of knowledge. For example, a candidate with a CompTIA Network+ certification is likely familiar with basic networking concepts and troubleshooting methodologies.
As a manager, you can visit training platforms like Exam-Labs to explore what each certification covers. These platforms also offer practice exams, which can give you a high-level view of what certified professionals should know. This insight helps you better assess whether the candidate has the skills and knowledge required for the position.
Sample Questions to Assess Technical Proficiency
When you’re hiring for a technical position but don’t have a technical background yourself, it’s essential to approach the interview with a strategy. You may not be able to evaluate code or network configurations. However, you can still assess whether a candidate has the necessary experience and problem-solving skills by asking the right questions.
The key to conducting a successful IT interview as a non-technical manager is to tailor your questions to the specific role. Instead of asking generic or overly technical questions, focus on real-world scenarios, practical knowledge, and how the candidate applies their expertise to solve problems.
Below are some sample questions that can help you evaluate technical proficiency in a meaningful way, along with tips for customizing them based on the role you’re hiring for.
Tailored Questions That Reveal Practical Experience
Each technical role comes with its own set of tools, technologies, and challenges. By asking targeted questions that invite the candidate to explain their experience and methods, you can gain valuable insight into how they work, even if you don’t fully understand the underlying technology.
Here are some starter questions you can adapt:
- “What’s your hands-on experience with [specific technology or tool]?”
- “Can you describe a project where you used [specific software] to resolve an issue?”
- “How do you typically troubleshoot performance issues in your area of expertise?”
- “What steps do you take to ensure data integrity and security in your work?”
- “Tell me about a time you faced a technical roadblock. How did you overcome it?”
- “How do you stay updated with changes in your field and new technologies?”
These questions are designed to elicit detailed, story-driven responses that reflect a candidate’s technical understanding, their decision-making process, and their ability to communicate complex information clearly. You don’t need to understand every technical term in their response. Instead, please pay attention to whether they can explain things logically and clearly and whether their answers reflect hands-on involvement.
Leverage Internal IT Staff for Support
If you’re unsure whether a candidate’s answer is solid, reach out to someone in your IT department for help. IT professionals can assist in identifying the right tools, platforms, and industry practices that are relevant to the role. They can also help you craft more effective questions.
For instance, if you’re hiring a DevOps engineer, your IT contact might recommend asking about automation tools like Ansible or Terraform or experience with CI/CD pipelines. If the role involves cybersecurity, they suggest asking how the candidate applies endpoint protection or responds to intrusion detection alerts.
In some cases, your IT colleagues can even provide a rubric or checklist for evaluating technical answers, giving you more confidence when comparing candidates.
Understand the Value of Certifications
Certifications are another helpful way to validate a candidate’s expertise. Reputable credentials from organizations like Microsoft, Cisco, CompTIA, and AWS indicate that a candidate has invested time and effort into learning and mastering technical skills.
For example:
- Microsoft Certified: Azure Fundamentals shows knowledge of cloud services and how they are provided with Microsoft Azure.
- CompTIA Network+ demonstrates a candidate’s understanding of networking concepts and troubleshooting techniques.
- Cisco’s CCNA certification proves foundational networking knowledge and hands-on skills with Cisco equipment.
- AWS Certified Solutions Architect indicates familiarity with designing distributed systems on the Amazon Web Services platform.
As a manager, you don’t need to memorize what each certification covers. You can refer to platforms like Exam-Labs, which breaks down certification content, offers study materials, and includes practice tests. By reviewing these resources, you’ll get a clearer idea of what certified candidates should know and how their training aligns with your job requirements.
Dig Deeper With Follow-Up Questions
Once a candidate responds to a question, don’t stop there. Follow-up questions can reveal the depth of their knowledge and how well they understand the subject matter. Consider questions like:
- “Can you walk me through how you handled that challenge step by step?”
- “What were the results or outcomes of that project?”
- “What did you learn from that experience, and what would you do differently next time?”
These follow-ups not only clarify their initial answers but also help you understand their critical thinking skills, willingness to reflect, and ability to grow professionally.
Focus on Real-World Relevance
Avoid relying solely on academic or textbook-style questions. For instance, asking a software developer to name all the data types in a specific language may not tell you as much as asking, “Tell me about a feature you built recently. What problems did you face, and how did you solve them?”
Practical questions provide a much better view of a candidate’s day-to-day capabilities. Look for answers that include specific tools, timelines, team collaboration, and outcomes. Candidates who speak in general terms or avoid giving real-world examples may lack the depth you’re seeking.
Scenario-Based Questions: Testing Real-World Problem Solving
When hiring for IT roles, technical knowledge is essential — but the real difference between a good candidate and a great one often lies in how they apply that knowledge in high-pressure, real-world situations. This is where scenario-based interview questions become incredibly valuable.
While it’s helpful to know that a candidate understands the difference between HTTP and HTTPS or can recite networking protocols, such information alone doesn’t reflect how they respond to challenges on the job. Scenario-based questions allow you to explore how a candidate thinks, reacts under pressure, communicates with team members, and prioritizes tasks — all of which are crucial in an IT environment.
These questions are especially helpful for non-technical managers because they focus less on memorized definitions and more on critical thinking and communication.
Why Scenario-Based Questions Work
Scenario-based questions help assess practical experience, decision-making, problem-solving, and interpersonal skills in context. They allow candidates to showcase not just what they know but how they apply that knowledge when it matters most. This approach is particularly useful when hiring roles like network administrators, system engineers, DevOps professionals, and cybersecurity analysts.
Unlike theoretical questions, scenario-based prompts place the candidate in situations they may encounter in the role. Their answers reveal how they might behave on the job and whether their approach aligns with your organization’s processes and values.
Sample Scenario-Based Questions by Role
Here are example questions tailored for specific IT roles. You can customize them to your organizational needs or ask a member of your IT team for support in designing more precise scenarios.
For a Network Administrator Role:
- “What steps would you take if a server suddenly stopped responding and the entire office lost internet access?”
- “Imagine a remote employee can’t access company resources. How would you troubleshoot this issue?”
- “How do you prioritize tasks when multiple network alerts come in at once?”
- “How would you approach diagnosing a critical network outage affecting multiple departments?”
- “When would you decide to escalate a network issue to upper management or an external vendor?”
These types of questions evaluate how the candidate approaches troubleshooting, time management, and escalation strategies — all vital for keeping your infrastructure running smoothly.
For a Cybersecurity Role:
- “If you noticed unusual traffic patterns that might indicate a data breach, what would be your immediate steps?”
- “Imagine a phishing email was reported by several employees. How would you investigate and respond?”
- “What’s your process for evaluating and selecting new endpoint protection tools for the organization?”
- “How would you handle a scenario where sensitive client data may have been exposed due to user error?”
- “What would you do if an audit uncovered a vulnerability that had gone unpatched for several months?”
These questions help assess how the candidate balances vigilance with practical response, as well as their familiarity with incident response frameworks, monitoring tools, and communication during crises.
Follow-Up Questions That Add Depth
After a candidate responds to your scenario, follow up with probing questions to learn more about their thought process. Consider asking:
- “Why did you choose that particular approach?”
- “Have you encountered a similar situation in your past work? What was the outcome?”
- “What would you do differently if faced with that scenario again?”
These follow-ups reveal whether the candidate is reflective, adaptable, and capable of learning from experience.
Preparing for Scenario-Based Interviews as a Non-Technical Manager
Even if you’re not familiar with the specifics of network protocols or security tools, you can still assess the quality of a candidate’s answers. Look for these indicators:
- Clear and logical explanations of steps taken
- Awareness of collaboration or escalation when appropriate
- Consideration of business continuity or user impact
- Ability to communicate risks and decisions clearly
To prepare, speak with your internal IT team. Ask what types of incidents are most common and what best practices should be followed in those situations. This will give you a better idea of what a good answer looks like and ensure consistency across interviews.
Use Certifications as Validation of Practical Knowledge
Certifications are another tool for assessing whether a candidate has the training and background to handle real-world problems. Credentials such as the CompTIA Security+, Cisco CCNA, AWS Certified Security – Specialty, and Microsoft Certified: Security, Compliance, and Identity Fundamentals reflect a baseline of knowledge in their respective domains.
Platforms like Exam-Labs can help you understand what each certification covers. These platforms offer practice exams, hands-on labs, and exam blueprints that detail what certified individuals should be able to do in real-world settings. By referencing Exam-Labs as a learning resource, you can better understand how each credential relates to your job requirements.
Avoiding Red Flags During Scenario Questions
Sometimes, candidates will try to mask their lack of experience with vague or buzzword-heavy responses. Be cautious of answers that don’t directly address the scenario or that seem overly generic. If a candidate struggles to provide specifics or repeatedly sidesteps the situation presented, it could indicate they lack relevant hands-on experience.
Similarly, a candidate who can’t explain their reasoning clearly may struggle to communicate with stakeholders or teammates once hired. The ability to describe how they approached an issue and what they learned from it is just as important as the technical solution itself.
Evaluating Project Management and Time Prioritization
One of the most overlooked yet essential aspects of hiring for IT roles is evaluating a candidate’s ability to manage time, prioritize tasks, and coordinate projects. IT professionals often work in fast-paced environments, juggling multiple responsibilities across departments, systems, and timelines. For non-technical managers, understanding how to assess these soft skills is just as important as verifying technical knowledge.
Without effective project management and prioritization, even the most technically proficient IT staff can struggle. Missed deadlines, unresolved issues, and poor communication can all impact the broader organization. That’s why asking the right interview questions around task management, collaboration, and time prioritization is critical.
This article provides a practical guide for non-technical managers to evaluate these qualities during the IT hiring process.
Why Project and Time Management Skills Matter in IT
In many IT departments, professionals wear multiple hats. They may be responsible for everything from maintaining system uptime to assisting end users, implementing new software, handling cybersecurity threats, and supporting cloud infrastructure. With so many competing demands, being able to organize workloads and prioritize effectively becomes an indispensable skill.
Even in specialized IT roles such as database administrators or security engineers the ability to manage shifting priorities can make the difference between success and chaos. Candidates who possess excellent time management skills are typically more reliable, proactive, and efficient in solving complex challenges.
Interview Questions That Reveal Prioritization and Organization
Here are some targeted interview questions non-technical managers can use to uncover how candidates approach their workload:
- “Tell me about a time you managed several IT projects at once. How did you stay organized?”
- “Can you give an example of how you handled shifting deadlines or unexpected changes in priorities?”
- “Describe a situation where you had to collaborate with other departments. How did you ensure clear communication?”
- “When facing both urgent issues and long-term goals, how do you determine which to tackle first?”
- “How do you balance planned maintenance tasks with ad hoc troubleshooting requests from end users?”
These questions are designed to give candidates an opportunity to describe real-world experiences. You’ll gain insight into their planning strategies, adaptability, and ability to communicate clearly — all of which are crucial traits in an IT setting.
Look for answers that include:
- Specific examples and context
- A clear explanation of how tasks were prioritized
- Details about tools or systems used (such as project management platforms)
- Evidence of coordination with other teams or departments
Follow-Up Questions to Assess Critical Thinking
After the candidate responds to your initial question, follow up to dig deeper:
- “What tools or methods did you use to keep track of deadlines?”
- “How did you decide when to involve other team members or escalate issues?”
- “What would you do differently if faced with that situation again?”
These follow-up questions will help you evaluate the candidate’s decision-making process and their ability to reflect and improve over time.
Red Flags to Watch Out For
While assessing time and project management, keep an eye out for warning signs in a candidate’s responses. Be cautious if:
- They struggle to provide concrete examples
- They focus solely on individual work without mentioning collaboration
- They seem disorganized or unclear about how they prioritize tasks
These indicators suggest the candidate is not well-versed in multitasking, working across teams, or managing workload under pressure.
The Role of Certifications and Tools
Although project management might seem outside the scope of a typical IT job, many technical professionals pursue certifications that demonstrate strong organizational skills. Examples include:
- CompTIA Project+: for managing small to medium IT projects
- PMP (Project Management Professional): for more senior project-based roles
- Scrum Master or Agile certifications: often valuable for DevOps or software development roles
If you’re unsure what certifications are relevant, platforms like Exam-Labs provide detailed exam blueprints and practice materials that show what each certification entails. These resources can also help you identify whether a candidate’s certifications match the demands of the job you’re hiring for.
In addition, many IT professionals rely on tools such as Jira, Trello, Asana, or Microsoft Project to stay organized. Asking candidates whether they’ve used these tools — and how — can provide additional insight into their ability to manage projects effectively.
Bridging the Gap as a Non-Technical Manager
In today’s digital-first work environment, managers from non-technical backgrounds are increasingly tasked with hiring IT professionals. This can be a challenge, especially when the hiring manager doesn’t have hands-on experience with coding, infrastructure, or cloud systems. However, just because you’re not an IT expert doesn’t mean you can’t successfully interview and hire technical talent. With the right strategies and support, non-technical managers can confidently assess candidates and make smart hiring decisions.
Bridging the gap between managerial oversight and technical understanding starts with preparation, collaboration, and the willingness to learn just enough to hold informed conversations. In this guide, we’ll explore how non-technical managers can approach IT interviews with confidence and how tools like Exam-Labs can help you better understand technical roles and certifications.
Why Technical Interviews Can Be Intimidating for Non-IT Managers
Interviewing for roles like DevOps engineers, network administrators, or software developers can feel overwhelming when you’re unfamiliar with the tools, workflows, or technologies they use daily. It’s not uncommon to feel like you’re speaking a different language — filled with acronyms, programming terms, and software references that sound foreign.
This knowledge gap can lead to uncertainty during interviews, and in some cases, it may cause hiring managers to either over-rely on resumes or misinterpret candidates’ responses. That’s why bridging this gap is crucial, especially when you want to hire someone who is not only technically sound but also a cultural fit for your team.
Collaborate With Technical Colleagues for Deeper Insight
The best way to navigate unfamiliar territory is with the help of a guide — and in this case, that guide is your IT team. Partnering with a technical colleague during the interview process can bring clarity and structure to your evaluation. Before the interview, meet with a subject matter expert and discuss:
- The core technologies used in the role
- Common challenges someone in the role should be prepared for
- Scenario-based questions that reflect real-world responsibilities
- Key phrases or red flags in candidate responses
During the actual interview, your technical partner can help interpret answers, ask deeper follow-up questions, and evaluate whether the candidate’s responses are accurate and relevant.
This collaborative approach ensures that you’re not making hiring decisions in isolation and brings more balance to the process.
Learn About Certifications and Role Requirements with Exam-Labs
To further close the gap, invest some time into learning what skills and certifications are relevant to the role. Platforms like Exam-Labs offer detailed breakdowns of IT certifications, including what each exam covers, required skills, and expected competencies. Whether you’re hiring for a cloud engineer or a cyber security analyst, these platforms can give you valuable insights into:
- What the candidate should know
- Tools and technologies commonly used in the role
- Practice exam questions to explore how topics are tested
- Recommended learning paths that align with job requirements
This type of research can help you formulate questions that go beyond “Do you know AWS?” Instead, you might ask, “How have you used AWS in past roles to manage infrastructure or scale application workloads?”
By understanding the basics of what each certification represents, you’ll be able to evaluate whether a candidate’s experience and qualifications align with your team’s needs — even if you don’t understand every technical detail.
Focus on Communication and Problem-Solving, Not Just Jargon
Remember, your goal as a manager is to assess not only technical skills but also communication style, cultural fit, and problem-solving ability. A great IT professional should be able to explain their decisions clearly, collaborate with other departments, and translate technical concepts into actionable solutions.
Ask candidates to explain how they’ve worked with non-technical teams in the past. Questions like “How do you explain complex ideas to stakeholders who aren’t technical?” or “What’s your approach when helping a team member outside of IT troubleshoot an issue?” can provide valuable insights into how well they will integrate into your organization.
If a candidate is unable or unwilling to communicate clearly, that may be a red flag, especially if the role requires cross-functional collaboration.
Don’t Shy Away From Asking for Clarification
If you don’t understand a technical term or process during the interview, don’t pretend you do. Instead, ask the candidate to explain it in simpler terms. This not only helps you understand their thought process but also reveals how well they can communicate with non-technical peers — a crucial skill in many IT roles.
A candidate who is patient and clear in their explanations is often a better long-term fit than someone who rattles off jargon without context.
Create a Balanced Evaluation Process
Structure your hiring process so that the right people assess both technical and non-technical qualities. You might conduct the initial interview focusing on team alignment, work ethic, and communication. Then, invite an IT team member to lead the technical round to dive deeper into tools, systems, and workflows.
Combining perspectives will ensure that you hire someone who can thrive both technically and culturally.
How to Interpret Responses as a Non-Technical Interviewer
Once you’ve asked the right questions, the next challenge is evaluating the answers. Here are some key guidelines:
Look for Clear Communication
Clear communication is one of the most essential qualities to evaluate during an IT interview, especially when hiring for roles that require collaboration with non-technical departments. Candidates should be able to articulate technical processes, tools, and problems in a way that is easy for others to understand, regardless of their background. This is particularly important for IT professionals who regularly work with HR, marketing, sales, or executive teams.
During the interview, listen closely to how candidates describe their past projects and technical challenges. Do they use simple, structured language? Can they explain their decision-making process without relying too heavily on jargon? If they jump into complex terminology without context or appear frustrated when asked for clarification, it could indicate a lack of patience or poor cross-functional communication skills.
Being able to translate complex concepts into understandable language is critical in today’s collaborative work environments. IT professionals who communicate clearly reduce misunderstandings, speed up problem resolution and support smoother project execution. This soft skill is just as important as technical expertise, and it should be a key consideration when evaluating candidates for any role in information technology.
Make clear communication a priority in your interview process to ensure long-term success across departments.
Be Alert to Buzzwords
In IT interviews, it’s common for candidates to use industry-specific terms. However, when technical jargon dominates the conversation without any supporting detail or real-world context, it can become a red flag. Overusing buzzwords or acronyms, especially when they’re not explained or tied to specific outcomes, may indicate that the candidate lacks hands-on experience and is relying on surface-level knowledge.
For example, if a candidate mentions using “DevOps best practices,” “zero trust architecture,” or “agile frameworks,” follow up by asking them to explain what those terms mean in practice. Ask them to describe a time when they applied those concepts to solve a specific problem or improve a process. A strong candidate will walk you through a real-world scenario, showing both understanding and practical application.
Buzzwords are often used to impress interviewers, but they don’t always reflect true expertise. By digging deeper, you can separate candidates who genuinely understand the work from those who are simply repeating trendy terms.
During your evaluation process, focus on clarity, relevance, and examples. This approach helps ensure you’re hiring IT professionals who not only understand industry terminology but also know how to apply it effectively in your organization.
Pay Attention to Enthusiasm and Problem-Solving Mindset
When interviewing IT candidates, technical ability is only part of the equation. Enthusiasm and a proactive problem-solving mindset are equally important traits that can help determine long-term success within your organization. Candidates who are genuinely passionate about their work often display a natural curiosity, a desire to stay updated with emerging technologies, and a willingness to tackle complex challenges head-on.
During the interview, please pay attention to how the candidate talks about their past projects. Do they speak with energy and pride? Are they eager to explain how they solved difficult issues or improved systems? Responses that show structured thinking, a logical approach to troubleshooting, and an eagerness to learn suggest that the candidate is both motivated and capable of adapting to fast-paced environments.
Problem-solving is at the core of nearly every IT role, from resolving network outages to optimizing cloud infrastructure or improving cybersecurity protocols. Enthusiastic individuals who enjoy problem-solving tend to collaborate better, innovate faster, and respond positively to change.
When evaluating candidates, prioritize those who demonstrate not only solid technical foundations but also a strong sense of ownership, excitement for technology, and a clear process for solving problems. These are often the hires who grow into future leaders on your IT team.
Team Collaboration Is Key to Interview Success
When hiring for IT positions, collaborative interviewing is one of the most effective strategies a non-technical manager can use. While you may be leading the interview process, including technical team members ensures a more balanced and accurate evaluation. Your IT staff can help frame job-specific questions, assess responses in detail, and verify whether the candidate’s experience aligns with the role’s technical requirements.
In the early stages of hiring, your focus should be on evaluating communication skills, teamwork, professionalism, and cultural fit. This is particularly useful for weeding out candidates who may have the right certifications but lack interpersonal effectiveness. Once you’ve shortlisted a few strong candidates, bring in experienced IT professionals to assess technical depth, problem-solving approaches, and tool-specific experience.
This collaboration also sends a strong signal to the candidate that your organization values teamwork and alignment across departments. Additionally, it gives future coworkers the opportunity to assess whether the candidate will integrate well with the existing team and workflows.
A collaborative interview process enhances your ability to make informed decisions, reduces the risk of technical mismatches, and helps you hire IT professionals who are strong both individually and within a team environment. This approach ultimately leads to better long-term retention and stronger project outcomes.
Cultural Fit Matters as Much as Technical Skill
While verifying a candidate’s technical qualifications is essential, assessing cultural fit is just as important for long-term success. Even the most skilled IT professionals can struggle if their communication style, values, or approach to collaboration doesn’t align with your company culture. That’s why evaluating how a candidate integrates into team dynamics and shared goals should be a core part of your interview strategy.
Cultural fit goes beyond personality. It reflects how a candidate approaches teamwork, feedback, conflict resolution, and work-life balance. A professional who thrives in a structured, hierarchical environment may not be the right match for a flexible, fast-moving startup — and vice versa.
To assess this, ask questions like:
- “How do you balance high-pressure workloads with maintaining a healthy work-life balance?”
- “What do you value in a team environment?”
- “How do you handle disagreements or differing opinions during team projects?”
- “Can you describe a work culture where you felt you thrived — and why?”
Look for thoughtful answers that reveal emotional intelligence, adaptability, and respect for diverse working styles. When a candidate aligns with your company’s values, they are more likely to engage productively, communicate effectively, and contribute positively to team morale over time.
Use Follow-Up Questions to Dig Deeper
In IT interviews, surface-level answers can sometimes mask a candidate’s actual depth of knowledge or experience. That’s why follow-up questions are an essential tool for non-technical managers. These questions help you go beyond rehearsed responses and gain a clearer picture of how candidates think, make decisions, and evaluate outcomes.
Once a candidate answers your initial question, continue the conversation by asking them to elaborate. Simple prompts such as “Can you tell me more about why you chose that approach?” or “What were the results of that project?” can lead to valuable insights. Follow-ups like “What would you do differently next time?” reveal whether the candidate is capable of self-assessment and continuous improvement — both key traits in dynamic IT environments.
By encouraging candidates to reflect on their choices and explain their rationale, you can assess problem-solving strategies, adaptability, and ownership. These questions also test communication clarity and reveal how well the individual understands the broader impact of their work.
Incorporating follow-up questions into your IT interviews not only improves the quality of the conversation but also helps you uncover the nuances that differentiate a good candidate from a truly great one. It’s a simple but powerful tactic to make better hiring decisions.
Final Thoughts: Making Confident IT Hiring Decisions
Hiring IT professionals can be a challenging task, especially when you’re not deeply familiar with the technical details of the role. But as a non-technical manager, you don’t need to be an expert in networking, programming, or cloud computing to make smart and informed hiring decisions. What you do need is a thoughtful, structured approach that combines preparation, collaboration, and critical thinking.
With the right interview strategy, you can confidently evaluate both technical expertise and soft skills to ensure you’re selecting candidates who will succeed in your organization.
A good IT hire brings more to the table than just certifications or technical know-how. They should also be problem-solvers, communicators, team players, and cultural fits. Understanding how to balance these qualities is key to making hiring decisions that lead to long-term success.
Here’s a summary of how to streamline and strengthen your IT hiring process:
Learn the Basic Terms and Concepts
Start by familiarizing yourself with key terms and technologies related to the position you’re filling. For example, if you’re hiring a systems administrator, learn the fundamentals of server management, virtualization, and operating systems. This will help you frame relevant questions and better understand candidate responses.
Online platforms like Exam-Labs are excellent resources for exploring certifications and their associated knowledge areas. Reviewing their materials can give you insight into what certified professionals are expected to know, even if you’re not taking the exams yourself.
Ask Scenario-Based and Behavioral Questions
Go beyond technical trivia. Scenario-based and behavioural questions reveal how a candidate reacts to real-world challenges, makes decisions, and interacts with others. Ask about specific situations they’ve faced, such as dealing with a critical system failure, coordinating a cross-team project, or implementing a new cybersecurity protocol.
These questions show you how candidates think on their feet, how they apply their technical knowledge in practice, and how well they handle pressure.
Seek Clarity and Real-World Examples
Don’t settle for generic answers. Ask candidates to provide real-world examples that showcase their skills and experience. Strong candidates will walk you through their thought processes, the tools they used, the challenges they faced, and the outcomes they achieved.
Follow-up questions like “Why did you choose that approach?” or “What would you do differently next time?” allow you to dig deeper and understand how they learn from experience.
Involve IT Staff in Later-Stage Interviews
Your technical team is your best resource during the hiring process. Collaborate with IT staff to develop interview questions, evaluate technical answers, and assess the candidate’s fit for the team’s workflow. Have them participate in second-round interviews to ensure a complete and accurate assessment.
This collaborative approach leads to more informed decisions and helps ensure the new hire is technically capable and aligns with the team’s standards and expectations.
Evaluate Cultural Fit, Not Just Technical Skills
Technical expertise may get the job done, but cultural fit ensures the job is done well — and sustainably. Consider how the candidate’s work style, values, and communication habits align with your company culture. Ask questions that reveal their approach to teamwork, work-life balance, and conflict resolution.
Someone who shares your organization’s values and collaborates well with others is far more likely to succeed and stay for the long haul.
Moving Forward with Confidence
As a non-technical manager, you play a crucial role in shaping your IT team. By learning the basics, asking the right questions, involving your technical colleagues, and evaluating soft skills alongside technical abilities, you can make confident, well-rounded hiring decisions.
Your focus should be on building a team that not only has the expertise to keep systems running but also the communication and collaboration skills to drive innovation and support the company’s goals. With preparation and support, you’ll be well-equipped to find the right IT talent for your organization.
